Design Organizations
Strategy can change faster than the organization around it. When the operating model, capabilities, structure, decision rights, leadership, and talent do not change with it, execution gets harder than it should be.
Russo Leadership helps executives understand where the organization is creating drag and design what the business requires next.
Organizational Performance & Design · Strategic Organizational Advisory · Leadership Conditions Review
When the organization stops fitting
Sometimes the signals are obvious.
These are organizational signals. The org chart is only one place they may show up.
Design upstream
An organization should be designed from what the business needs to accomplish, rather than from the people and reporting lines that happen to exist today.
First determine how the enterprise needs to operate. Then determine what it requires.
Where are we going?
How does the enterprise need to work?
What must we be able to do?
Where should the work live?
Who owns what, and who decides?
What leadership and expertise does the design require?
How will the system operate in practice?
Design first. Then make the people and resource decisions.
Ways we work
Where you start depends on how clear the problem already is, and on how much of the organization the decision touches.
Design the organization around what the strategy requires next.
Operating model, capabilities, structure, roles, decision rights, leadership architecture, talent implications, and the systems required to execute.
Best whenThe business has changed, but the organization has not changed with it.
Explore Organizational Performance & DesignIndependent counsel for consequential organizational decisions.
Direct advisory for Presidents, CEOs, Owners, Operating Partners, and senior executives working through questions that cross strategy, structure, people, resources, authority, and execution.
Best whenThe executive needs an enterprise view and a thought partner who can see across functions without owning one of them.
Explore Strategic Organizational AdvisoryDetermine whether the organization is enabling the leadership it expects.
A focused diagnostic when leadership is not holding in practice and the source is unclear. The issue may involve the leader. It may involve the team. Or the organization may be making the expected judgment, accountability, and execution unnecessarily difficult.
Best whenThe visible symptom is real, but the right intervention is not yet clear.
Explore the Leadership Conditions ReviewDesign is not the end of the work
When organizational decisions are made, Russo Leadership can help translate them into the practices that make the design real.
The design has to become the way the organization actually works.
Private Equity + Growth
For those moments, Russo Leadership offers Executive Execution Stabilization, a focused engagement for the acute version of execution instability inside Private Equity and Growth organizations.
Operator-grounded
Russo Leadership's organizational work is informed by firsthand experience across enterprise strategy, business planning, performance systems, resource allocation, organizational structure, staffing, leadership, talent, and execution.
The lens is intentionally cross-functional. The value is often in seeing what sits between strategy, organization, people, and performance.
Former MLB Strategy & People Executive · Former Chief of Staff, Office of the President · Founder & CEO, Russo Leadership
A useful boundary
Sometimes the intervention belongs with the leader. Sometimes it belongs with the team. Sometimes the organization itself needs to change.
The work begins by locating the real constraint.
Design for where the business is going
Tell us what has changed, where execution is getting harder, and what the business now requires.
We can determine where the organizational constraint sits and what needs to be designed next.
Leadership That Holds.